Learning and development officer

Band 5 · Learning and development specialist · 358 job evaluation points

Designs and delivers learning for a range of staff groups, including digital skills and system training, and evaluates its effect.

Responsibilities

Deliver training in person and online, such as induction, digital skills, and management essentials.
Build e-learning and short guides in the learning management system, making them accessible.
Work with digital teams to plan and deliver training for new clinical and business systems before go-live.
Support managers to identify team learning needs and plan development.
Evaluate courses and improve them using feedback and results.
Coordinate apprenticeships, working with providers, learners, and managers.

Skills

Skill	Expected level	What this level means
Learning design and deliveryThis reference	Practitioner (3)	You can: analyse learning needs and design blended programmes to meet them set learning outcomes and evaluate impact, not only satisfaction make learning accessible and inclusive for all staff
Skills frameworks and career pathwaysThis reference	Working (2)	You can: map job descriptions to framework roles, levels, and skills support staff and managers with skills self-assessments keep career pathway information up to date
Workforce information and HR systemsThis reference	Working (2)	You can: run standard workforce reports and check them for errors answer routine information requests about the workforce
Capability building for digital, data and technologyUK GDaD PCF	Working (2)	Senior leadership skill: the UK GDaD PCF defines it with one statement, not by level. You can: Examples of leadership using this skill: guide the organisation to ensure it has the specialist digital, data and technology skills it needs develop organisational processes and ways of working so that digital and data roles you support can thrive continuously improve and optimise the organisational environment prioritising capability needs that will have the most impact negotiating for longer-term investment in people by articulating the risks and benefits of different staffing strategies advocating for good practice in ways of working and supporting people to adopt this practice growing digital and data communities
Communicating informationUK GDaD PCF	Practitioner (3)	You can: work collaboratively in a group and build relationships with others identify issues through Agile 'health checks' and work with others to address them manage stakeholder expectations be flexible and capable of proactive and reactive communication host or moderate difficult discussions within the team or with senior stakeholders
Stakeholder relationship managementUK GDaD PCF	Working (2)	You can: identify important stakeholders and communicate with them clearly and regularly tailor communication to stakeholders' needs and work with them to build relationships while meeting user needs build and reach consensus with stakeholders work to improve stakeholder relationships using evidence to explain decisions
Equality, diversity, and inclusionThis reference	Working (2)	You can: recognise and challenge behaviour that excludes others consider different needs when you plan your work
Understanding health and care servicesThis reference	Awareness (1)	You can: describe the main parts of the health and care system and the services the organisation supports explain why patient safety and confidentiality matter in your work

Typical qualifications and experience

A recognised learning and development or training qualification, or equivalent experience.
Experience of designing and delivering training to adults, in person and online.

Band 5 outline

Knowledge: Professional or technical knowledge, typically from a degree or equivalent experience.
Autonomy: Works to broad objectives within professional standards; plans own work.
Scope: Own professional work within a team or product.
Leadership: May guide and check the work of support staff and apprentices.
Accountability: Quality of own professional work.

Job evaluation (illustrative)

Factor	Level	Level summary	Points
Communication and relationship skills	4	Gives complex, sensitive, or contentious information needing persuasion, negotiation, or training skills, or highly complex information.	32
Knowledge, training, and experience	5	Expertise in a specialism, underpinned by theory or practical experience (degree level or equivalent).	120
Analytical and judgemental skills	3	Judgements on a range of facts or situations needing analysis or comparison of options.	27
Planning and organisational skills	3	Plans several complex activities, adjusting plans as needed.	27
Physical skills	3	Developed skills needing speed or accuracy, such as advanced keyboard use.	27
Responsibility for patient and client care	1	Helps patients, clients, or relatives during incidental contact.	4
Responsibility for policy and service development	2	Implements policies for own area and proposes changes to its practices.	12
Responsibility for financial and physical resources	2	Handles cash or valuables, looks after equipment used by others, controls stock, or authorises small payments.	12
Responsibility for people	3	Manages a group of staff day to day, teaches core or specialist training, or gives core HR advice.	21
Responsibility for information resources	3	Takes formal minutes, regularly writes reports or queries, or maintains information systems as a significant duty.	16
Responsibility for research and development	2	Regularly does research, development, trials, or equipment and system testing as part of the job.	12
Freedom to act	3	Follows defined policies and procedures; work is managed rather than supervised.	21
Physical effort	1	Sitting, standing, and walking, with little physical effort.	3
Mental effort	3	Frequent concentration on unpredictable work, or occasional prolonged concentration.	12
Emotional effort	1	Rare exposure, or occasional indirect exposure, to distressing circumstances.	5
Working conditions	2	Occasional unpleasant conditions, frequent travel or outdoor work, or near-continuous screen use on most days.	7
Total (Band 5: 326 to 395)			358

People is level 3 because the job teaches core training as a main duty; research is level 2 because it regularly evaluates learning.